An IR perspective on collective bargaining |
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| Authors: | Paula B Voos |
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| Institution: | 1. Center for Proteomics and Metabolomics, State Key Laboratory of Bio-Control, MOE Key Lab Aquatic Food Safety, School of Life Sciences, Sun Yat-sen University, University City, Guangzhou 510006, People''s Republic of China;2. Shenzhen Bioeasy Biotechnologies Co., Ltd. No. 11 R&D Centre, Bao''an District, Shenzhen 518100, China;1. Department of Radiology, Cork University Hospital, Cork, Ireland;2. Bernal Institute, School of Engineering, University of Limerick, Limerick, V94T9PX, Ireland;3. Health Research Institute, University of Limerick, Limerick, V94T9PX, Ireland;1. Department of Molecular Physiology and Biological Physics, University of Virginia, Charlottesville, VA 22908, USA;2. Center for Structural Genomics of Infectious Diseases (CSGID), Charlottesville, VA 22908, USA;3. Faculty of Chemistry, Jagiellonian University, 30-387 Kraków, Poland;4. Infectious Diseases Group, J. Craig Venter Institute, Rockville, MD 20850, USA;5. Center for Structural Genomics of Infectious Diseases (CSGID), Chicago, IL 60611, USA |
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| Abstract: | In examining collective bargaining, industrial relations (IR) emphasizes a number of things of interest to HR scholars. First, IR adopts a different level of analysis from HR — that of the economy and the broader society — in contrast to HR's primary focus on the employing organization. Second, IR has an understanding of workplace conflict that emphasizes its collective and inherent nature, complementing HR's focus on managing individual conflict for the good of the organization. Finally, IR addresses the value of collective bargaining in promoting democracy and correcting “labor problems” arising from competitive markets, even in situations in which there is excellent personnel management. |
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